Kouzes and Posner (2006), in their book the leadership challenge, describe the five practices of exemplary leadership that research suggests can be learned:
Model the Way
Inspire a Shared Vision
Challenge the Process
Enable Others to Act
Encourage the Heart
I totally agree with Kouzes and Posner which describe five practices in very effective way. Contrast to five practices of exemplary leadership practices are as follows:
1. Dictatorial leadership
A leader is an individual who can impact individuals around him or her. Hardly any leaders still trust that they ought not to give their experts to their subordinates. He/she makes all the decisions about what, where, when, why, how things are done, and who will do them. They try to settle on every one of the choices exclusively and subordinates are compelled to tail it (Nurmi, 1996). The leaders must demonstrate the way to subordinates so as they take a common choice and possess the choice as well.
2. Enforcing a personal motive
A leader should have the capacity to impact his subordinates towards a common vision. The subordinates will never interrupt towards it because of which the leader will likewise be unsuccessful. Each individual have their own particular motivational factor, so the leaders need to dependably join the individual and expert objectives as to give a superior outcome.
3. Accepting the way as it
The leader should dependably impact their subordinates to adapt up to the progressions so they don’t stay in reverse and move with the quick pace condition (Smircich & Morgan,1982). The leader should acknowledge their responsibility and move on. He/she should also listen followers’, acknowledge their feedback, and accept the change on need making them confident.
4. Discourage power dissemination:
The leader should always give authority to their subordinates so as they feel empowered and accountable towards the work. The leader ought to dependably offer power to their subordinates so as they feel enabled and responsible towards the work. At the point when representatives are given duties, they ought to likewise be given equivalent expert, which influences them to work all the more viably.
5. Inability to recognize contribution:
People who are in authority might not give enough contribution to the subordinates, instead they take all the credit of the success due to which they feel discouraged because every people wants acceptance and recognition.
References
Kouzes, J. M., & Posner, B. Z. (2006). The leadership challenge (Vol. 3). John Wiley & Sons.
Nurmi, R. (1996). Teamwork and team leadership. Team performance management: An international Journal, 2 (1), 9-13.
Smircich, L., & Morgan, G. (1982). Leadership: The management of meaning. The Journal of applied behavioral science, 18 (3), 257-273.
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Kouzes and Posner (2006), in their book the leadership challenge, describe the five practices of exemplary leadership that research suggests can be learned:
I totally agree with Kouzes and Posner which describe five practices in very effective way. Contrast to five practices of exemplary leadership practices are as follows:
1. Dictatorial leadership
A leader is an individual who can impact individuals around him or her. Hardly any leaders still trust that they ought not to give their experts to their subordinates. He/she makes all the decisions about what, where, when, why, how things are done, and who will do them. They try to settle on every one of the choices exclusively and subordinates are compelled to tail it (Nurmi, 1996). The leaders must demonstrate the way to subordinates so as they take a common choice and possess the choice as well.
2. Enforcing a personal motive
A leader should have the capacity to impact his subordinates towards a common vision. The subordinates will never interrupt towards it because of which the leader will likewise be unsuccessful. Each individual have their own particular motivational factor, so the leaders need to dependably join the individual and expert objectives as to give a superior outcome.
3. Accepting the way as it
The leader should dependably impact their subordinates to adapt up to the progressions so they don’t stay in reverse and move with the quick pace condition (Smircich & Morgan,1982). The leader should acknowledge their responsibility and move on. He/she should also listen followers’, acknowledge their feedback, and accept the change on need making them confident.
4. Discourage power dissemination:
The leader should always give authority to their subordinates so as they feel empowered and accountable towards the work. The leader ought to dependably offer power to their subordinates so as they feel enabled and responsible towards the work. At the point when representatives are given duties, they ought to likewise be given equivalent expert, which influences them to work all the more viably.
5. Inability to recognize contribution:
People who are in authority might not give enough contribution to the subordinates, instead they take all the credit of the success due to which they feel discouraged because every people wants acceptance and recognition.
References
Kouzes, J. M., & Posner, B. Z. (2006). The leadership challenge (Vol. 3). John Wiley & Sons.
Nurmi, R. (1996). Teamwork and team leadership. Team performance management: An international Journal, 2 (1), 9-13.
Smircich, L., & Morgan, G. (1982). Leadership: The management of meaning. The Journal of applied behavioral science, 18 (3), 257-273.